Review applications and shortlist
After the closing date, we assess all of the written applications against the requirements of the job. At the end of this process we have a shortlist of potentially suitable applicants.
If you are shortlisted we may ask you to undergo further assessment so we can determine your ability to perform the role.
If you are not shortlisted we will advise you by email, either at this point or at the end of the selection process.
Assess shortlisted applicants
We usually assess shortlisted applicants through one, or more, of the following methods:
- interviews (over the phone or face-to-face) — this is the most common method
- referee checks
- work samples
- group activities at assessment centres.
Sometimes, we will choose the successful applicant based only on the written application and referee reports.
At interviews, we usually ask questions that are:
- based on the requirements of the role
- behavioural — we describe a work scenario and ask what actions you would take
- example-based — we ask you to give examples from your previous jobs that demonstrate you have the relevant skills or experience
We also give you the opportunity to ask questions about the job or the department.
For tips on preparing for interviews, read the interview factsheet on the Australian Public Service Commission website.
When conducting referee checks, we ask questions to help us confirm you have the required skills and experience. We contact referees by email or phone.
Make sure you have told your referees that they may be contacted.
Once the successful applicant has been selected and accepted the role, we contact all remaining applicants to let everyone know the result.
If you are chosen as the successful applicant — well done! We will contact you to begin the onboarding process. We recommend you wait for a written offer from us before resigning from your current job.
If you haven’t been successful this time, don’t give up. Ask for feedback to help you improve your future applications.
We may place candidates that were found suitable — but didn’t get the job — in a merit pool for future roles. This is at the discretion of the selection panel.